The Importance of measuring participation

Participation in Clarity Wave is a critical part of the success of the program in your organization. By monitoring it closely you will be able to see how active people are within the organization and how effectively they are sharing their opinions and feedback.

Organizations with high levels of participation typically have teams that are more open to change and are more engaged. When people in the organization do not want to voice their opinion and do not want to be part of the transformation, these can be very clear signs that there is little trust in the leadership and little motivation to create real and lasting change.

Appropriate level of participation

Participation, even when it's low, will always provide important information about the feelings of the members of the organization. It is clear that the more people participate, the richer the information that you as a manager will have to make good decisions.

in order to receive a high quality of data, it is not necessary to have a representative sample, but in order to know if what is perceived is similar throughout the entire organization, it will be necessary to have a sufficiently large sample size to ensure that it represents the opinion of the majority.

Therefore, in order to gather much more powerful information, it is highly recommended to attain a representative sample of the entire group.

The size of the representative sample will depend a lot on the size of your own organization. When the companies are smaller, the size of the sample with respect to the total group must be much larger than in companies with a large number of collaborators.

Example: In the case of an organization with 667 employees, the representative sample is 244.

Other factors that serve to evaluate the degree of representation of the sample are the Margin of Error and the Confidence Level required.

These are essential factors in determining the recommended sample size.

Our recommendations on these two factors are:

• Margin of Error: It is the one that will give the degree of error in which the survey will stop representing the total population. We recommend that it does not go above 10%.

• Confidence level: This percentage shows the level of confidence that the sample size gives and that it really represents the group.

We recommend that does not dip below 90%.

Therefore, your ideal sample size is going to depend a lot on the size of the overall group and how important it is for you as an organization that the information is representative of the total group.

In the section of Company Statistics> Participation it is very easy to see if the number of weekly responses is enough to achieve a Confidence Level of 95% and a Margin of Error of 5%.

How to increase the level of participation in Clarity Wave?

In order to have a high participation in Clarity Wave, the first thing to do is identify why people are not participating. This can be for one of four basic reasons:

1.- Poor Onboarding.-

If there was not a correct and organized onboarding process, people will not be informed about the system. They will not know what it's for and what is the importance of their participation as well as being part of the Community.

When the support materials are not distributed or or the posters are not placed in prominent places people will hardly be motivated to be part of the change.

If this is the problem, you have to go through the onboarding process again with your teams and explain to them the importance of Clarity Wave and how it will benefit them in the short, medium and long terms.

2.- Technical and Logistics Problems.-

There can be a technical and logistical problem, when people do not have a device, be it their computer, tablet or cell phone to answer surveys safely and anonymously. Although the survey only takes approximately 3 minutes, staff must have the tools to

do so.

Therefore, for greater participation in Clarity Wave to be obtained, the technical and logistical problems need to be resolved so that the company can ensure that it is giving its people the means to carry out the evaluation.

(Example of a kiosk placed in a public place for team members to be able to access and answer the surveys)

3.- Technological Problems.-

Because the system is cloud-based, it is necessary to have minimum Internet connectivity requirements for it to function properly.

At the same time, users in the organization must have the minimum necessary Internet browsing skills to be able to answer the surveys. For this reason, it is always recommended that you ensure that your staff has no doubts about how to login and answer the surveys.

Once the above 3 issues are resolved, we can begin to deal with the most important problem to solve:

4.- Skepticism or Lack of Interest.-

The issue that will affect an organization the most, not just the results of the Clarity Wave surveys, is how willing are the team members to participate in company-driven initiatives.

As discussed earlier, participation in the system tells a lot about how proactive or passive employees are and how resistant they are to change in general.

You can easily see in the table of team members who participates and who doesn't.

Remember that the only thing that is anonymous in the system is who said what, but not if someone participated in the surveys or not.

One way to start getting value and finding out what the reasons may be for people not participating is simply by asking.

If you, as a manager, are willing to listen to your team and ask high-level questions, you will be able to discover the reasons that your employees have that prevent them from taking less than 5 minutes a week to provide their valuable opinion and contribute to the improvement of the climate and culture of the organization.

Ask discovery questions that will help you understand more about what your staff thinks and how they can dissolve your team's resistance to change.

By asking these questions, you can find out why people don't want to put in such a small amount of effort in making a big change.

Sample discovery questions:


Why you haven't answered the Clarity Wave surveys?


Because I don't have time.


Doing this only takes 5 minutes. What else is stopping you from answering the surveys?


I don't want anyone to know what I think, I am afraid that there will be reprisals against me. I don't feel safe answering.


If I could guarantee that your answers are anonymous, would you start participating?



Here a verbal commitment is reached with this person and you can now ensure that they begin answering the surveys as agreed. Make sure to explain to them that you'll know IF they answer but not HOW they answer.

Some of the most common reasons given for not participating are:

· I don't have time to answer the surveys.

· I don't know how to login to my page.

· I did not receive the mail.

· Why should I give my opinion if nothing changes here anyway?

· I don't trust that these surveys are anonymous.

· Why do you want me to answer these questions?

This is also a good time to make it clear to the person that, regardless of whether they answer or not, people continue to evaluate their performance and they can still see their own scores and the only thing they miss out on is the possibility of expressing their own feelings and perceptions about the organization, their team and their workplace to be able to improve step by step.

With team members who have NEVER answered a single survey in the system, it is very important to make sure they know of how to login, that they are receiving their weekly email and, in case they don't have an email address (company or personal) that they know how to use a computer to navigate the Clarity Wave site.

Likewise, it is important that they have a space with some privacy to be able to answer these surveys. Remember that answering the surveys should not take more than 5 minutes a week so providing them with a space for that purpose is relatively easy to achieve.

Did this answer your question?